As wellbeing consultant, coach or trainer, I'm keen to listen carefully to your needs to develop with you an appropriate tailor-made solution, to ensure impact and sustainability.WELLBEING CONSULTANTI help you finding the right balance between wellbeing and performance thanks to e.g. strategic planning, stakeholder management and alignment, group and team coaching journeys development, training development and facilitation, executive coaching, individuel coaching, community set up and engagement, wellbeing/stress and burn out prevention communication campaign, change management, engagement events design and delivery, ...INDIVIDUAL COACHING JOURNEYI dedicate safe space for reflection and goal-setting, empowering individuals to overcome challenges and achieve their full potential.GROUP & TEAM COACHING JOURNEYSFrom intake, focus group, creative solution design, to efficient delivery and sustainable follow-up, my main goal is to enhance cohesion, collaboration and communication in support to great performance.TRAINING AND FACILITATION OF WORKSHOPS With high energy and lots of interaction, I cover many themes, such as building resilience, preventing stress and burn-out for managers/employees, enhancing wellbeing at work, practicing effective communication, giving and receiving feedback, learning non violent communication, discovering coaching fundamentals, developing leadership behaviors, leading through change, building stronger team cohesion, overcoming imposter syndrom, dealing with limiting beliefs, managing priorities, taming perfectionism, increasing vitality, enhancing employee experience, developing self-confidence ...

Senior trainer on topics such as happiness at work, stress and burn-out prevention, personal resilience, leadership, communication, employee experience, company culture, mindset and behavior, engagement and motivation ...

SPOC FOR EXECUTIVESThrough individual, group and team coaching, trainings and intervisions * Equip management with references, tools and concepts to prevent SBO * Support management in the timely detection of signals of SBO and actions to undertake * Accompany management in the set-up of an appropriate working environment when dealing with burned out employees, from the alarm phase to the (progressive) return to work* Help management defining the most appropriate level of responsability in SBO prevention/management* Help management leading performance while managing employees'wellbeing SPOC FOR EMPLOYEES * Deliver individual coaching sessions upon request * Provide tips and tricks when appropriate* Refer to other wellbeing ressources when relevant, internal or external* Consolidate large scale anonymous reporting to highlight company's strenghts and area of improvement in terms of SBO managementSPOC FOR HR* Train HR team on SBO theoretical aspects, from both individual and organizational perspectives * Lead intervisions on specific SBO cases* Coach the team towards more confidence to support employees and management when talking about SBOSPOC FOR WELLBEING STAKEHOLDERSAlign, coordinate and cross-fertilize SBO activities delivered by wellbeing actors (HR, prevention service, occupational health, prevention department, trusful people, internal wellbeing trainers, …)COMPANY WISEWith communication team, set up large scale awareness campaign about SBO through centralized intranet page creation and feed (articles writing, videos creation, testimonies, call to actions, ...), visuals design and events organization.Develop and deliver thematic workshops based on common SBO themes heard in individual coaching.REPORTING* Define, set up, follow up and improve SBO dashboard* Summarize and prepare meaningful reporting to be presented on a regular basis to unions and higher management

DEVELOP PEOPLEAllocate wisely specific project to ensure growthLeverage on the strenghts of each member to develop the teamPractice individual and group coaching to increase the level of softskills of the teamDRIVE PERFORMANCEEnhance team cohesion through formal and informal connexion timeFoster best practice sharing and ideas cross-fertilization to boost performanceEnsure proper tools are developped to support performance discussionsLEADING and ACCOMPANY THROUGH CHANGE AND UNCERTAINTY (i.e. covid and large scale reorganization)Create safe space to open discussion, express concerns and support the team individually and collectivelyShow authenticity Keep focus and direction by managing stakeholders, expectations and prioritiesAT COMPANY LEVEL, DRIVE CULTURE CHANGE AS MOBILIZERMatrix leadership of 15 culture catalysts to lead by example, deploy and implement new GSK culture and desired behaviors.

Deliver and sustain a WELLBEING PROGRAM aiming at decreasing the level of stress linked to the working environnement in R&D departement (4000 people across the world).Support, train, develop and ensure MATRIX MANAGEMENT of 130+ WELLBEING AMBASSADORS worldwide to ensure local impact and sustainability. Translate theoretical concepts into useful and concrete actions according to employees’ day to day needs.Ensure ALIGNEMENT and SYNERGY with all level STAKEHOLDERS, sponsors and key actors (e.g. internal coaches, EHS, occupational health, business representatives). INSPIRE, MENTOR and SUPPORT SIMILAR INITIATIVES at corporate level and in other departments.Design, review and facilitate corporate WELLBEING TRAINING content.Partner with communication team to PROMOTE WELLBEING within GSK. Share success story at INTERNATIONAL CONFERENCES on happiness at work.

ACCOMPANY LEADERSHIP TEAMS INDIVIDUALLY AND COLLECTIVELY TO DRIVE ENGAGEMENT AFTER REORGANISATION WITHIN R&D DEPARTEMENT (4000p) INSTILL RECOGNITION, PRIDE AND SENSE OF BELONGINGSupport and upskill Leadership Teams to build strategic and aligned communication and engagement plans in large and complex organizations worldwide (teams from 10 to 4000p)Support and upskill leadership teams to translate corporate direction into meaningful and concrete messages, helping them to cascade the information through the organization effectively, accurately and in an engaging way. Support Leadership teams and upskill them to deliver effectively engagement activities such as town halls, LT site tours, team days, gemba walks, connecting events, ...Support and upskill Leadership Teams to drive employees through change and complex reorganizations (culture merge, headcount loss).Ensure strong shop floor presence to collect formal and informal feedback to tailor engagement plans and activities.Make engagement scores evolving to reach 80% target over 18 months within R&D. Results: 88% engagement scores right after RDLT site tour.